New hire mentoring program

You can also decide what tools and resources e. Strong employee mentoring programs have one or two people who oversee the program at-large. This could be someone from your HR team or an employee who is passionate about mentoring. A match should be based on the skills of the mentor and the needs of the mentee. They also have the knowledge, skills and abilities needed to successfully deliver the desired outcomes of your program.

So doing helps the learning take hold while building confidence in the mentee and trust in the mentor and supervisor. Plus, in client-facing roles, this approach may help forge new relationships with customers and may help keep them at ease in the event of a handoff. Studies show that people who participate in workplace mentorship programs both mentees and mentors are more likely to be promoted than their peers. Mentoring programs are not a replacement for performance management processes or day-to-day leadership.

That would undermine the authority of their actual manager. Rather, if performance issues arise with a mentor or mentee, your program should have a plan for modifying the mentor relationship when needed and communicating with the supervisor who should address the issue. In fact, establishing a program timeline at the outset can help motivate participants to make the most of the opportunity.

Plus, in larger companies, repeating mentoring cycles may help ensure that everyone who wants to participate can do so without overwhelming any of the mentors. Mentoring can take place over the course of a year, a season, or even a quarter. Mentor programs can go a long way to help foster growth. And, arguably, mentoring may be seen as an ongoing leadership competency in our rapidly changing world of work. When the mentorship period is over, consider holding a special wrap-up meeting, luncheon or recognition ceremony to mark the occasion.

You can also showcase mentors and mentees in a company newsletter so that you not only celebrate participants, but also build buzz for the future. Want to learn more about creating effective employee development programs that set your business up for success? Download our free magazine: The Insperity guide to leadership and management. Most companies hold annual performance assessments, but feedback during these sessions is not always helpful if you leave employees without the resources and coaching they need to address areas of growth and improvement for the rest of the year.

Great point, Jessie. Access to the right resources to work on identified areas of improvement is essential to the effectiveness of performance feedback. Thanks for your comment. I would like to add one more point one Reciprocal marketing.

To run an engaging mentoring program it is necessary to that mentee also share their viewpoint on a company. A diagram can help you visualize the critical steps your mentors and mentees will take. Create an evaluation of the mentorship program. Successful mentoring programs in the workplace rely on a diverse pool of mentors and mentees.

You might choose to accept applications from anyone interested in the program or reach out to participants on an invitation-only basis. Gather useful details about your participants, such as their professional backgrounds, key skill sets, strengths and weaknesses. Choose mentors who are successful and well-respected within the company. Select mentees who are dedicated to the job and positioned for advancement with further skill building and education.

Facilitate enriching mentorship opportunities by mindfully pairing your mentors and mentees so their strengths and weaknesses balance one another. You may have mentors with valuable experience in the areas that your mentees want to learn about. Consider allowing your mentors or mentees to participate in the selection process. Allowing participants to make the final selection can give them a sense of ownership over the process. Read more: What Is a Mentor? Discuss the following.

What benefits will the mentors and mentees enjoy? Related: Learning Styles for Career Development. There are many ways mentorship can take place.

The mentor might demonstrate new skills, observe the mentee and offer constructive feedback, role-play sales calls or other important interactions. Employees who have internalized your company mission, vision, and values.

Onboarding Buddy Bootcamp Deciding who to trust with your fledgling employees is just the first step in creating an effective onboarding program. Some checklist items for your team of trainers include: Reaching out to new hires before their start date - this can minimize the chances of job abandonment and ensure that they start their new position already engaged.

Casual one-on-one introduction and chat about the buddy program. Overview of company culture and what the mission, vision, and values really mean to employees. Explanation of employee benefits and perks. Must-dos: synopsis of appropriate office attire, general rules of thumb for working in open office spaces , etc.

Say No to Soft-Boiled Training Programs Simply handing your dream team the checklist after a brief explanation will not make them successful. Be brutally honest with your program Before letting your onboarding buddies out into the wild, so to speak, do one final thing: set up an anonymous review process to assess the strengths and weaknesses of your program.

For instance, have new employees take a brief, anonymous survey on day one answering questions like: How prepared do you feel for your role on a scale of ? On a scale from 1 to 10, how excited are you to come to work every day? Topics: Onboarding , Reinvent. Subscribe to our blog. Related Posts.